Implications of Knowledge Management on Organizational Learning in Kenya: A Case of IREX

A Project Report Submitted to the Chandaria School of Business in Partial Fulfilment of the Requirement of the Degree of Executive Maters of Science in Organizational Development (EMOD)The general objective of this study was to determine the implications of knowledge management on organizational learning. The specific objectives of the study were as follows; to establish whether there exists significant relationship between the knowledge management processes and organizational learning. To determine whether integration of knowledge management approaches has a significant relationship with organizational learning, to investigate the significant relationship between knowledge management and organizational learning. The study adopted a descriptive research design targeting 25 respondents who were selected using the census approach. Primary data was collected using questionnaires which were delivered through drop and pick technique. The collected data was analysed using SPSS to presents descriptive and inferential statistics which were then presented as tables and figures. The study revealed that majority of the respondents agreed that Knowledge creation, Knowledge sharing and retention, Knowledge acquisition and application, Knowledge, transfer influence organization learning. The study also revealed that majority of the respondent agree on how the following influences organization learning: communities of practice, documenting and sharing of best practices, documenting and sharing of lessons learnt, collaborative technology, use of technology for learning, e-learning and finally an enabling culture for learning and development. Finally the study revealed that that majority of the respondents agree that indeed the following knowledge management factors affect organization learning as follows: availability of favourable processes and structures affect organization learning, availability of expertise in the organization affect organization learning, an enabling organizational culture affect organization learning and utilization of organizational knowledge affect organization learning. The study findings lead to a conclusions that indeed organization learning emanates from a number of knowledge management processes. The study also concludes that majority of the respondent agree on how the following influences organization learning: Communities of practice, documenting and sharing of best practices, documenting and sharing of lessons learnt, collaborative technology, use of technology for learning , e-learning and finally an enabling culture for learning and development. Finally the study concludes that indeed the following knowledge management factors affect organization learning as follows: availability of favourable processes and structures, availability of expertise in the organization, an enabling organizational culture affect organization learning, and utilization of organizational knowledge. The study further concludes that establishing formal knowledge management systems organizational learning. In the same regard knowledge management in relation to organizational learning, knowledge management facilitates a learning culture, improves ways of working increases knowledge acquisition and utilization, encourages peer to peer learning, and enables skills transfer. The study recommended that organizations need to put into consideration the various elements of knowledge management processes in order to enhance organization learning. It is important therefore for organizations to invest in knowledge creation, knowledge sharing and retention as well knowledge acquisition and application. The study further recommends the need for organizations to invest in technology in order to enhance organization learning. This is because technology has been a big contributor of both content creation and management, tools such as blogs are being used at organizational level to share knowledge and give the target market adequate information. Finally the study recommends that organization should take knowledge management as one of the various elements that can help them leverage on competitive advantage. This can be achieved through creation of an independent knowledge management unit or department to spearhead this process